Question 1

A job analysis tool used to identify the behaviors that differentiate extremely effective from ineffective job performance is ________.
A) the PAQ
B) O*NET
C) critical incidents
D) job rewards analysis

Accepted Answer

Critical incidents are a job analysis tool that identifies specific behaviors or incidents that differentiate extremely effective from ineffective job performance. The tool involves identifying critical behaviors that lead to success or failure in a particular job, and then using that information to develop selection criteria and training programs. The PAQ is a standardized questionnaire used to collect data about job duties and responsibilities, O*NET is an online database of occupational information, and job rewards analysis is a technique used to identify the rewards that employees value most and link them to job performance. None of these tools specifically focus on identifying critical behaviors that differentiate effective and ineffective job performance.

Question 2

Which of the following are advantages of using structured questionnaires for job analysis?
A) speed and low reading level
B) standardization and low reading level
C) standardization and the ability to capture unique aspects of the job
D) speed and low cost

Accepted Answer

The answer of Which of the following are advantages of...

Question 3

Which of the following is contained in a task statement?
A) the type of people required for the job
B) how to recruit for the given job specifications
C) the physical working conditions of the job
D) identifying the changes anticipated for the position

Accepted Answer

A task statement typically includes details about the physical working conditions of the job, as it describes what the job entails, including the environment in which the tasks are performed.

Question 4

Job candidate characteristics that are critical to the adequate performance of a new hire are called ________.
A) tangential elements
B) essential criteria
C) desirable criteria
D) trainable criteria

Accepted Answer

Essential criteria are the characteristics that a job candidate must possess in order to perform the job adequately. This includes qualifications, skills, and experience that are necessary for the job, and are not trainable. Tangential or desirable criteria may enhance a candidate's qualifications, but are not critical for job performance. Trainable criteria are skills that can be learned on the job, and are not necessary for a candidate to possess before being hired.

Question 5

Alex and Jane are the best economists that FlexMoney Inc.,a consulting firm,has.However,FlexMoney is in urgent need to hire more economists and Alex and Jane are told to come up with all the criteria that they think will influence the ability to succeed in this field.This should give the higher management a good idea of the nature of the job and the kind of people they should be looking to hire.Which job analysis method is being used by FlexMoney?
A) task inventory method
B) job elements method
C) critical incidents method
D) position Analysis Questionnaire method

Accepted Answer

The job elements method focuses on identifying the characteristics and criteria that are important for job success, which aligns with what Alex and Jane are tasked to do.

Question 6

The job analysis method that uses expert brainstorming sessions to identify the characteristics of successful workers is the ________.
A) task inventory method
B) job elements method
C) critical incidents method
D) structured interview method

Accepted Answer

The job elements method involves expert brainstorming sessions to identify the characteristics of successful workers. The task inventory method involves identifying all the tasks and activities of a job, the critical incidents method involves collecting examples of exceptionally effective or ineffective job performance, and the structured interview method involves asking a standardized set of questions to all job applicants.

Question 7

In analyzing a job of a stenographer that is to be advertized as a vacancy,an employer found that the ________ for the job was rapid typing skills.
A) bona fide occupational qualification
B) employee value proposition
C) desirable criteria
D) job grade

Accepted Answer

A bona fide occupational qualification (BFOQ) is a specific quality or attribute that employers are legally allowed to require for a certain job, even if it could be considered discriminatory. In this case, the employer has determined that rapid typing skills are essential for the job of stenographer, and can therefore require it as a BFOQ. Employee value proposition, desirable criteria, and job grade are not directly related to this particular requirement for the job.

Question 8

The first step in conducting a job analysis is to ________.
A) get the support of top management
B) communicate the purpose of the job analysis to the job experts
C) collect critical incidents
D) write the job description and person specification

Accepted Answer

The answer of The first step in conducting a job...

Question 9

A job task is a(n)________.
A) observable unit of work with a beginning and an end
B) set of related tasks that are repeated on the job
C) set of KSAOs
D) employee characteristic related to job performance

Accepted Answer

A job task is a specific, observable unit of work that has a clear beginning and end. It is a discrete activity that is part of a larger job or set of job responsibilities. B refers to a job duty or responsibility, C refers to the knowledge, skills, abilities, and other characteristics of an individual that are required for job performance, and D refers to a personality trait or other personal characteristic of an employee that may impact job performance but is not a specific task.

Question 10

A summary of the characteristics of someone able to perform the job well is a ________.
A) job requisition
B) job analysis
C) job description
D) person specification

Accepted Answer

A person specification outlines the skills, knowledge, experience, and other characteristics that a person must possess in order to effectively perform the job. This includes factors such as education level, work experience, communication skills, and personality traits. Therefore, a summary of the characteristics of someone able to perform the job well is a person specification. The other options listed are related to job analysis and description but do not specifically address the characteristics of an individual who can perform the job well.

Question 11

Phoebe Johnson is a senior HR executive at CarMakers Corp.She has been informed that the company needs to five hire line workers for their Kingston plant.Phoebe decides to go down to the plant to get a better idea of the work.She speaks to the line workers there and gets firsthand information about the important aspects of the job involved.Phoebe is using the ________ method to collect information.
A) job family description
B) entry examination
C) job profiling
D) desk audit

Accepted Answer

The answer of Phoebe Johnson is a senior HR executive...

Question 12

When the main job duties are established,a(n)________ job analysis would be required.
A) inductive
B) deductive
C) reactive
D) idiosyncratic

Accepted Answer

Deductive job analysis is used to establish a set of job duties based on existing job descriptions or standards. It starts with a pre-existing framework or job description and then further analyzes the job duties to make any necessary modifications or updates.

Question 13

Which of the following arguments about job analysis is most effective in order to gain the support of top managers?
A) Multiple approaches to job analysis can be combined to address the limitations of any single approach.
B) The process will help identify employee characteristics that will augment the firm's business strategy and increase the company's return on its staffing investment.
C) It is not uncommon for the job experts doing the analysis to try to color the job analyst's interpretation of the job to suit their personal goals and needs.
D) By adequately planning and preparing for the job analysis, the results are likely to be more accurate and useful, and the job analysis should take less time and effort.

Accepted Answer

Top managers are often concerned with the bottom line and increasing profits for the company. Therefore, highlighting the potential return on investment in terms of identifying employee characteristics that will augment the firm's business strategy would likely be the most effective argument.

Question 14

One of the components of job-worker match is matching ________.
A) current and future job tasks and responsibilities with market pay levels
B) current and future job tasks and responsibilities with worker needs, motivations, and values
C) current and future job tasks and responsibilities with worker competencies
D) current and future job tasks and responsibilities with worker availability in the job market

Accepted Answer

The answer of One of the components of job-worker match...

Question 15

Which of the following is a disadvantage of using the task inventory job analysis method?
A) inability to distinguish superior from average workers
B) lack of objectivity
C) lack the ability to fit unique needs of the organization
D) relatively small amount of data is collected

Accepted Answer

The task inventory method focuses on listing the tasks and responsibilities of a job, which may not provide insights into the differences in performance levels among workers, hence not distinguishing superior from average workers.

Question 16

In staffing,O*NET is used for ________.
A) background job analysis information
B) legal research
C) job rewards analyses
D) identifying a firm's best business strategy

Accepted Answer

O*NET (Occupational Information Network) provides comprehensive information on job requirements and worker competencies, making it a useful tool for background job analysis information in staffing. It is not used for legal research, job rewards analyses, or identifying a firm's best business strategy.

Question 17

The balance between the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for their job performance is the ________.
A) employee value proposition
B) job's total rewards
C) job's total compensation package
D) work-life balance

Accepted Answer

The employee value proposition refers to the balance between the intrinsic (internal satisfaction, personal growth) and extrinsic (salary, benefits) rewards an employee receives from working for an employer in exchange for their job performance.

Question 18

When Mary's Macaroons conducted a ________ on its customer service positions,it found that 35% of the customer service employee's time was being spent on administrative duties,not focusing on customer service.
A) job analysis
B) value chain analysis
C) job rewards analysis
D) competency analysis

Accepted Answer

A job analysis is a process of gathering and analyzing information about the content and requirements of a job in order to provide a clear and accurate picture of the skills, knowledge, and abilities required to perform the job successfully. By conducting a job analysis, Mary's Macaroons was able to identify that a significant portion of its customer service employees' time was being spent on administrative duties, which was not their primary job responsibility of focusing on customer service.

Question 19

________ are more broadly defined components of a successful worker's repertoire of behavior needed to do the job well.
A) Talents
B) Competencies
C) Skills
D) Abilities

Accepted Answer

Talents, skills, and abilities are often used interchangeably and refer to specific knowledge or aptitudes an individual has. Competencies are more encompassing and include a combination of knowledge, skills, attitudes, and behaviors necessary for successful job performance.

Question 20

The job analysis technique that identifies behaviors that lead to extremely effective or extremely ineffective job performance is ________.
A) task inventory method
B) job elements method
C) critical incidents method
D) structured interview method

Accepted Answer

The technique described in the question is the critical incidents method. This approach involves identifying specific behaviors and incidents that led to either highly successful or unsuccessful job performance. It can help identify key competencies and skills necessary for the job. The other options listed are different job analysis techniques, but do not specifically focus on identifying extreme performance behaviors.

Quiz 4: Strategic Job Analysis and Competency Modeling

A job analysis tool used to identify the behaviors that differentiate extremely effective from ineffective job performance is ________.

Which of the following are advantages of using structured questionnaires for job analysis?

Which of the following is contained in a task statement?

Job candidate characteristics that are critical to the adequate performance of a new hire are called ________.

The job analysis method that uses expert brainstorming sessions to identify the characteristics of successful workers is the ________.

In analyzing a job of a stenographer that is to be advertized as a vacancy,an employer found that the ________ for the job was rapid typing skills.

The first step in conducting a job analysis is to ________.

A job task is a(n) ________.

A summary of the characteristics of someone able to perform the job well is a ________.

When the main job duties are established,a(n) ________ job analysis would be required.

Which of the following arguments about job analysis is most effective in order to gain the support of top managers?

One of the components of job-worker match is matching ________.

Which of the following is a disadvantage of using the task inventory job analysis method?

In staffing,O*NET is used for ________.

The balance between the intrinsic and extrinsic rewards an employee receives by working for a particular employer in return for their job performance is the ________.

When Mary's Macaroons conducted a ________ on its customer service positions,it found that 35% of the customer service employee's time was being spent on administrative duties,not focusing on customer service.

________ are more broadly defined components of a successful worker's repertoire of behavior needed to do the job well.

The job analysis technique that identifies behaviors that lead to extremely effective or extremely ineffective job performance is ________.